本研究探討主管負向情緒表達是否透過部屬負向情緒的中介機制，間接影響職場偏差行為及部屬負向情緒是否透過情緒智力的調節機制，影響職場偏差行為。針對主管與部屬同在一個辦公室內之員工，採用問卷填答方式調查，獲得有效問卷280份的資料，並且利用SPSS進行分析。研究結果如下：主管負向情緒表達不只與職場偏差行為也與部屬負向情緒之間，有正向相關；部屬負向情緒與職場偏差行為之間，有正向相關；此外，主管負向情緒表達會透過部屬負向情緒，間接影響職場偏差行為，具有中介效果；最後，情緒智力於部屬負向情緒與職場偏差行為間有調節效果。本研究提出管理實務上之建議。

This research explores whether the negative emotional expression of the supervisor indirectly effect the workplace deviant behavior via the mediation of subordinate negative emotions, and whether emotional intelligence as a moderator on the between negative emotions subordinate negative emotion and workplace deviant behavior. Data were obtained from 280 employees who work with supervisor in the same office by questionnaire and the SPSS was used for analysis. Results showed that the supervisor negative emotional expression not only was found positively associated with the workplace deviant behavior, but also the supervisor negative emotional. The supervisor negative emotional was found positively associated with the workplace deviant behavior. The negative emotional expression of supervisor had indirectly affected positive correlation on workplace deviant behavior via the mediating effect of the subordinate negative emotions. Emotional intelligence had a regulating effect on subordinate negative emotions and workplace deviation behaviors. This study provides management practical recommendations.

中文摘要 iii
ABSTRACT iv
誌謝 v
目錄 vi
圖目錄 viii
表目錄 ix
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與研究問題 4
第二章 文獻探討與研究假設 5
第一節 主管負向情緒表達 5
第二節 負向情緒 11
第三節 職場偏差行為 14
第四節 情緒智力 18
第五節 研究假設 22
第三章 研究設計 27
第一節 研究架構 27
第二節 研究對象與樣本描述 28
第三節 變數之操作性定義與衡量 28
第四節 資料分析方法 34
第四章 資料分析 37
第一節 基本資料分析 37
第二節 驗證性因素分析 39
第三節 信度分析 44
第四節 敘述性分析 44
第五節 相關性分析 45
第六節 迴歸分析 47
第七節 驗證結果 54
第五章 結論與建議 55
第一節 研究結果 55
第二節 管理意涵 57
第三節 研究限制與未來建議 59
參考文獻 61
一、中文部分 61
二、英文部分 62
附錄 問卷內容 76

[圖目錄]
圖2–1 情緒智力圖 19
圖3–1 研究架構 27
圖4–1 情緒智力對部屬負向情緒與職場偏差行為的調節效果 53
 
[表目錄]
表2–1 各學者情緒定義 6
表2–2 各學者情緒表達定義 8
表2–3 各學者主管情緒表達定義 9
表2–4 各學者主管情緒表達相關研究 11
表2–5 各學者負向情緒定義 12
表2–6 各學者負向情緒相關研究 13
表2–7 各學者職場偏差行為定義 15
表2–8 各學者職場偏差行為相關研究 17
表2–9 各學者情緒智力定義 20
表2–10 各學者情緒智力相關研究 21
表3–1 主管負向情緒表達量表 29
表3–2 負向情緒量表 30
表3–3 職場偏差行為量表 31
表3–4 情緒智力量表 33
表4–1 問卷回收統計表 37
表4–2 性別資料分析 38
表4–3 教育程度資料分析 38
表4–4 工作年資資料分析 38
表4–5 主管負向情緒表達累積解釋變異量分析 39
表4–6 主管負向情緒表達因素負荷量分析 40
表4–7 部屬負向情緒累積解釋變異量分析 40
表4–8 部屬負向情緒因素負荷量分析 41
表4–9 職場偏差行為累積解釋變異量分析 41
表4–10 職場偏差行為因素負荷量分析 42
表4–11 情緒智力累積解釋變異量分析 43
表4–12 情緒智力因素負荷量分析 43
表4–13 各變數的信度資料分析 44
表4–14 各變數的敘述性資料分析 45
表4–15 各變數之相關矩陣 46
表4–16 主管負向情緒表達與職場偏差行為之迴歸分析 47
表4–17 主管負向情緒表達與部屬負向情緒之迴歸分析 48
表4–18 部屬負向情緒與職場偏差行為之迴歸分析 49
表4–19 部屬負向情緒對主管負向情緒表達與職場偏差行為的中介模式50
表4–20 PROCESS Procedure for SPSS 中介模型驗證 51
表4–21 Sobel 中介模型驗證 51
表4–22情緒智力對部屬負向情緒與職場偏差行為的調節效果驗證 52
表4–23 PROCESS Procedure for SPSS 調節模型驗證 53
表4–24研究假設驗證結果 54

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